This unit focuses on the importance of effective workforce planning. It focuses on how proper preparation can have a huge impact when developing diverse talent pools and contracting your workforce. It also looks at how poorly managed planning can affect an organisation and discuss the tools and interventions that might mitigate this risk.
5HRO2 Talent Management And Workforce Planning Assignment – UK
This fact sheet considers the changing context of talent and talent management and the benefits to organisations they provide. It outlines the features of a talent management strategy, including how it can align with corporate strategy inclusive versus exclusive approaches involving the right people and the talent management loop.Work force Planning Assignment – UK
The report can be accessed at:
Employee turnover and retention fact sheet
This fact sheet reviews turnover patterns in the UK and identifies when turn over can be problematic. It outlines the methods that can be used by organisations to measure turn over as well as the cost of losing employees. The fact sheet also examines why people leave organisations and recommends practices to improve staff retention such as flexibility fair treatment and employee wellbeing.
Good Work Index 2020
This report provides an overview of measures used to analyse quality of work across
different occupations, industries and groups of people. It focuses on pay and
benefits, employment contracts, work-life balance, job design and the nature of work,
relationships at work, employee voice and health and wellbeing.
CIPD Podcasts:
From surviving to thriving: key changes facing people practice in 2020 This podcast by CIPD discusses how employees work and the work-life balance. It examines how prepared organisations are when it comes to making changes that contribute towards a braver, fairer and more equal workplace.
5HRO2 Talent Management And Workforce Planning Assignment – UK
Case study
You are a member of the people practice team within OcMara Industries. You have been asked to help the team understand labour market trends and the impact the changing labour market has on resourcing decisions. OcMara is a global organisation based in Japan that produces 2 billion barrels of crude oil per year. The main organisation head quarters are situated in Tokyo and the company has 15 other offices located in countries such as India, Saudi Arabia, USA, China, Germany and the UK.
To become more competitive in the global energy sector, OcMara is moving into more sustainable energy sources. The organisation is looking to develop more environmentally friendly production processes, and therefore needs to reconsider its resource and talent planning needs.
The main objective of sustainability is to reduce environmental impact in ways that are sustainable for the earth and for the person.
The oil and gas industry is making progress on becoming more sustainable, through the use of new technologies that will cut costs and ultimate bring down their carbon foot print.
OcMara currently have two main people practice objectives:
The first is to recruit staff who have the capabilities and skills to help OcMara move into these new areas of business.
The second is to retain existing staff who are being poached by competitors.
5HRO2 Talent Management And Workforce Planning Assignment – UK
Preparation for Tasks:
Plan your assessment work with your assessor at the start of the assignment.
Where appropriate, agree milestones so they can help you monitor your progress.
Refer to the indicative content in the unit guide and support your evidence.
Pay attention to how your evidence is presented. Remember you are working in the people development team for this task.
Ensure that the evidence generated for this assessment remains your own work.
You will also benefit from:
Acting on formative feedback from your assessor
Reflecting on your own experiences of learning opportunities training and continuing professional development
Taking advantage of the CIPD Fact sheets Reports and Podcasts and any other online material on these topics.
Task 2 – Workforce planning and recruitment pack
Now that you have completed your poster presentation your manager has asked you to produce a workforce planning and recruitment pack. You will present this at the next HRBPS meeting, next month.
5HRO2 Talent Management And Workforce Planning Assignment – UK
The workforce planning and recruitment pack must include an introduction conclusion and the following points:
An analysis of the impact of workforce planning in terms of forecasting demand for labour utilising both internal and external sources of supply.
An evaluation of the effectiveness of promotion/demotion rates employee turn over rates and critical incident analysis techniques which are used to support the process of work force planning .
An explanation of how appraisal can be used to identify who is interested in progression managing contingency and mitigating risks through OcMara developing their own talent pools .
An assessment of the use of social media and advertising to recruit employees. An assessment of interviews and job references as methods of selection. These assessments should highlight strengths and weaknesses
An assessment of how OcMara could introduce zero-hour and contractor contracts for the new staff it is hoping to recruit (AC4.1).
A discussion on the differences between express and implied terms of contracts and what is meant by custom and practice (AC4.2).
An explanation of how role information and socialisation can be included in an effective onboarding programme. An explanation as to the benefits of on boarding in terms of appreciation of the organisation’s culture and norms and employee effectiveness .
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